Organizational Behavior - Research Paper Example

Situational theory: Name: Institution: Henry Ford was a leader during a controversial time in the history of industrialisation and management. Despite the huddles of the period and his personal endeavours, Ford built a successful automobile empire to recon with even in the midst of the success of Toyota…

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Therefore, only the rich could afford such a luxury. Ford set out to make an affordable car so as to target the middle class population. Also, the car’s flexible suspension system helped it to run better on the bad roads in the U.S at the time. Besides its 20-horse power engine, the car was lighter than most of the previous models. Through these additions, Henry Ford started the journey to change the status of the automobile from that of a luxury to necessity (Dodge & Casey, 2010). Some of Fords greatest achievements in my view are those not afforded due public attention. Given the difference in the state of pollution that time and now, it is critical to examine environmental saving strategies conscious or otherwise. In 1940, Ford produced a car whose body was plastic, to a large extent. This plastic, made from soy meal whose 50% protein content linked with formaldehyde, was light, and biodegradable. The car only got to prototype stage because of its biodegradable nature (Mooney, 2009). Fordism: Henry Ford receives credit for pioneering and efficiently practicing Fordism ergo making this concept his third most noted achievement. This idea originally encompassed timely and efficient mass production of vehicle parts. Mass assembly is now applicable to other industries such as pharmaceutical production and food processing. Granted, Ford did not himself invent the conveyor belt system but his contribution stands out among the industrialist who saw this idea through. Mass production of affordable cars changed the American transport system to a considerable extent. Fordism saw Ford increase the wages of his employees by a whooping 50%. Also, this concept formed the basis for most of the decisions he made for the company. Leadership: Based on the concept of Fordism, Henry ford is a true leader. Field Marshal Slim clearly distinguishes management from leadership. He indicates that leadership encompasses personality and vision in which case he alludes to, people focus, innovation, personal power and influence. People focus: production of inexpensive or affordable goods was part of his consumer employee attitude. He was of the view that the customer’s needs are vital; therefore, he produced affordable cars that met the needs of the customers. His emphasis on satisfying the customer and the worker rather than gain profits is an excellent instant of people focus. Ford was an idealist to this he relates that this is the only way to get people, referring to his workers, to be prosperous. His view of employees was different given the period. In his opinion, employees were also customers in which case the affordability of the cars enabled them to not only purchase but also market the car. Fords focus on the employee as an asset develops from his opinion of reward and in this case monetary reward. Through welfare capitalism, Ford was able to abet labour turnover in his industries. He christened this policy, profit sharing (a tactic employed by managers in recent times to motivate employees). He is also among the first employers who successfully applied shift working, thereby, reducing the number of working hours of employees by close to half. Innovation: the trait of innovation stands out in Fords success for instance, in the Model T and subsequent automobiles such as the plastic car. Personal power and influence: Ford gave up his official, executive title early but
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Organizational Behavior (OB) is one of the most significant subjects, utilized in order to maintain a uniform organizational environment, which might prove helpful to enhance organizational productivity and profitability. OB is referred as the field of learning which mainly deals with the individual employees working in an organization.

The conclusion from this study states that organizational behavior benefits both from its traditional connections to disciplines like sociology and psychology, and from new disciplines, like women's studies. Ironically, though, detailed analysis of the university as a workplace and as a governing unit seems to be yet to be done. It may be time to turn the gaze inwards.

The author examines the leadership style which can be defined as the leadership style wherein joint decision making is duly in practice. He states that participative leadership style seeks to engage employees, subordinates and peers to participate in the organizational decision making and is associated with team building.

ues adopted by the leaders in managing the people and the entire systems of the organizations. OB lays special emphasis on the employee behavior and their methods of working individually and also in unification as a team. Since, OB is a composite subject derived from Political Science, Economic, Anthropology, Psychology etc (Grieves 345-444).

Various theories have likewise evolved to examine driving forces and how these impact on individuals, employees, groups, and the overall organizational performance. In this regard, the current discourse aims to present relevant concerns to determine how motivating employees in a workplace increase their behavior and performance in an organizational setting; as well as what motivating techniques would be deemed most effective in achieving identified goals.

6 defines the work of managers as being responsible for designing an organization’s structure”. This paper will focus on the benefits and decisions that are taken within the management circles. This is aimed at ensuring that the decisions taken within

billion dollar capital layout, it incorporates sophisticated management techniques so as to out-compete other stakeholders in the industry (American Airlines Website, 1).
Answer: I grew up with good leadership skills which were visible since my days in high school. Moreover, my

Moreover, the article strives to explore existing relationships among components or elements of organizational behavior as well as their effectiveness. The article draws its assumptions and inferences from general knowledge that

253). An organization wishing to establish a happy environment where there is proper co-ordination amongst employees with the desirable level of motivation must consider all these factors.
Strong leadership characterized by strict